SKOPOS adopts a heavy engagement consulting approach, during which we deeply collaborate with our client to understand its context, business directions and challenges as well as the internal culture.
SKOPOS adopts a very specific model of organizations; the model views organizations from a cultural lens that encompasses a holistic view on the different domains, dynamics and mindset within the organizations. When working on the development an organization SKOPOS Consultants examine five broad domains within the client organization as follows;
Organizational philosophy & aspirations
This is basically one of the main drivers of any given organizational culture. The manner by which the organization solidifies its philosophy and business/social aspirations contributes fundamentally in shaping the rest of the organizational domain. Organizational philosophy and aspirations include areas such as the following; Mission and vision statements, Brand values, Value proposition and brand promise as well as Strategic themes.
This is the second main driver of the organization’s culture as it entails the means by which an organization is going about its core business including but not limited to: Corporate strategies, Business strategies/plans/roadmaps and Organizational priorities and cultural specifications
Organization structure & systems
This domain comprises of the basic infrastructure of the organization and is highly shaped based on the first two domains. This includes: Corporate governance, Organization structure, functional roles and responsibilities, Organizational processes such as recruitment, orientation, procurement, etc
Human Resources related process, such as compensation and benefits, performance management and development.
Organizational core competencies & leadership
This domain focuses on deducing the technical and behavioral competency requirements for manpower to achieve its business strategies and corporate aspirations. It also covers the leadership and management aspects within the organizations including how is leadership surfaced, developed and retained within the organization.
Strategy communication & execution
In this domain, the focus is specifically on the mechanisms of communication, either formal or informal within the organization and how these mechanisms are utilized to cascade the strategy either horizontally or vertically. It also examines the effectiveness of these mechanisms.
In this model, the organizational culture is basically shaped and lived through the development, integration and implementation of all of the mentioned domains. This includes how does this reflect on the manpower of the organization, execution within the organization and general level of motivation and engagement.